by tim keran, ceo/owner - ownership thinking · 2018. 2. 21. · 9/20/2013 1 using accountability...
TRANSCRIPT
9/20/2013
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Using Accountability as anEmployee Retention Tool
By Tim Keran, CEO/Owner
• General Commercial Printing Products & Programs
• $8 Million Sales / 46 Employees / Est. 1967
Western Graphics Overview
p y
• 48,000 Sq Ft Plant / St. Paul, MN
• Lean Practitioner Since 2007
• Ownership Thinking Since 2008
• 6 Time Best Workplace In America Winner
• Over 2,500 Employee Improvements Since 2009
Western Graphics Overview
Unique Market PositionUnique Market Position• (What) Commercial Printing Products & Programs
• (How) A ‘Print For Demand’ Focus To Eradicate Print Obsolescence
• (Why) Giving Cash, Flexibility & Time Back To Customers
• (Who) All Industries Where Print Can Be Managed Better
• (Promise) We Will Be Your Print Improvement Partner
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a) Pirate from ‘Pirates of the Caribbean’
b) CSI TV Show Detective
c) Survivor Reality TV Contestant
d) 80’s Hair Band Member
Who Would You Rather Be?
e) All of them
Our Annual Theme Wall
456 Improvements. 365 Days. 6 Teams. 1 Game.
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Our Band Teams
Motley Crue Guns N’ Roses TeslaMotley Crue Guns N Roses
Def Leppard Skid Row Scorpions
Tesla
Battle of the 80’s Hair Bands Objectives
1. Monthly Battle of the Band Meetings (Communication)
2. Sold Out Shows in Twin Cities Print Market(Growth)
3. No Trashing Hotel Rooms (Reducing Expenses)
675 Improvements. 365 Days. 6 Teams. 1 Game.
(Reducing Expenses)
4. Follow the Band Manager’s Exact Directions…(Standard Work)
5. Don’t Go To Rehab(Client Satisfaction)
6. No Solo Careers(Working Together)
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• Accountability Problems
• Our Solutions
Discussion Agenda
Our Solutions
• Our Results
• Questions
Accountability Problems
Empowerment
Self Directness
Teamwork
Accountability Terminology
Contextual Learning
Group Wellness
Maslow’s Hierarchy of Needs
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Our people didn’t know where we were going.
Our people didn’t know how we were doing & how they were doing.
WGX Problems
Our people weren’t accountable for their results.
We played the “telling” and “selling” game.
Our performance reviews were late, long, and rushed.
The Five Dysfunctions
Trust is the basis of success.
Without trust there can be no Conflict.
Without conflict there can be no Commitment.
Wi h i h Without commitment there can be no Accountability.
Without accountability there can be no Results.
Or at least not the results you want.
Make It Happen
Help It Happen
Commitment Ladder
Let It Happen
Work Against
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From“No Potential
Here”
To“Unlimited
OpportunitiesHere”
Accountability
Accountability Problems are People
Problems
Accountability Successes are People
Successes
We had an “Ownership” Problem
SolutionsFor
Better Accountability
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Vision
Roles & R ibiliti
Coaching C ti
WGX Tools to Drive Accountability
Responsibilities
ImprovementsScorecards
Conversations
#1 Vision
WGX Vision
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#2 Roles & Responsibilities
• Accountability Chart not an Org Chart
• Everyone has 5 Roles y& Responsibilities
• Check in Every 90 Days with Every Employee
• Only One Person’s Name in a Box
#3 Improvements
Going Home(Frustrated or With Energy)
Improvements
Two ColumnPosition Contract
Responsibilities AND
Improvements
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Improvements
“Problems are Gold. Finding Gold Makes You Rich.”
Everyone Can Create Profit
SALES
- EXPENSES
= PROFIT
Find the 8¢ Ideas(They are Everywhere, Need to Pick them Up)
Improvement Bonus Plan
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• Engaged people will get busy
• ‘On the Fence’ people will wait to see who wins
• Disengaged people will hide
Ask for Improvements & Culture Improves
Immediately
Disengaged people will hide
• Weekly Dept Meeting
• Reds = Opportunities
#4 Scorecards
Company Scorecard
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#5 Coaching Conversations
• Discuss What’s Going On• 1X or 2X per Month Coaching
Opportunities
121 Employee Scorecard
Iceberg Conversations(Find Out What’s Under the Surface)
Lots of Little Unresolved ProblemsProblems
Piled Up Over Time
=
Big Problems
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Quarterly Performance
Review
Quarterly Performance Review
Quarterly Performance Review
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Quarterly Performance Review
Quarterly Performance Review
Performance Reviews(From Pushing to Pulling, From Mine to Yours)
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“I have not yet witnessed a spontaneous recovery from
More Frequent Conversations
spontaneous recovery from incompetence.”
-Susan Scott
The best leaders talk with their
More Frequent Conversations
The best leaders talk with their people, not at them.
Quarterly ReviewsFrom Exit Plan to Empowerment Plan
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Results
From Better Accountability
Results From 2008 to 2012
Rework From $215,000 to $40,000 /yr
Lost Time Accidents 2 in last 495,877 worked hrs
Sales Per Employee From $139,000 to $178,200
I t 2 044 Si 2009Improvements 2,044 Since 2009
Emp Survey Score From 3.87 to 4.06 (out of 5.00)
‘Timely Reviews’ From #38 to #2 Survey Q
Profit Sharing Paid $254,325 last 2 years
Employee Turnover From 18% to 5%
$150,000
$200,000
$250,000
Dollars$
67% Reduction
Rework Reduction
$0
$50,000
$100,000
,
20062007
20082009
20102011
Dollars$
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600
700
800
900
Employee Improvements
Company Wide Participation
0
100
200
300
400
500
600
2009 2010 2011 2012
2,044 Total Improvements
Quick Review
Our Accountability Improved When…
We Got Clear on
TeamWe work hard for
each other
AttitudeWe care and we
have fun
Clear on Our Core Values
ResultsWe strive to be the
best
TrustWe do the right
thing
4 Core Values
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Our Accountability Improved When…
We Told Everyone The Score
Our Accountability Improved When…
We Shared the
Insomnia
Our Accountability Improved When…
We Didn’t Beg orBeg or Bribe for Results
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Our Accountability Improved When…
We Answered WIFFM?
Our Accountability Improved When…
We Had Some Fun
Our Accountability Improved When…
People Owned TheirOwned Their
Own Results!
